President Cyril Ramaphosa has on behalf of the government and people of South Africa, expressed his deep condolences at the passing of His Highness Sheikh Hamad bin Khalifa Al Thani, Former Amir of the State of Qatar.
His Highness passed away yesterday, Sunday, 12 July 2026, at the age of 74.
President Ramaphosa extends his condolences to the Royal Family and the government and people of Qatar.
President Ramaphosa said: “As South Africa, we consider ourselves to be close friends and partners of the State of Qatar which has been a model of peace, development, prosperity, and global influence inspired by the extraordinary leadership of the late Sheikh Hamad bin Khalifa Al Thani.
“In this moment of sorrow, we join the people of Qatar and the allies and friends globally in mourning the loss of a distinguished leader whose vision, wisdom, and unwavering dedication to the socio-economic progress and prosperity of his nation and the Global South left an enduring legacy.
“May his soul be favoured with forgiveness and mercy.”
Media enquiries: Vincent Magwenya, Spokesperson to the President – media@presidency.gov.za
An intensifying El Niño weather pattern threatens to bring severe flooding, disease outbreaks, heatwaves and drought to communities across East Africa and Asia in the coming weeks, the International Rescue Committee warned today, with families in Kenya, Uganda, Somalia, Bangladesh, Pakistan and Afghanistan among the most impacted.
In Somalia, June data pointed to a 60% chance of above-average rainfall across the south and southwest, and forecasters are watching a July 15 update that will determine funding and planning for anticipatory action. Overlapping crises of drought and displacement have left 4.8 million people in Somalia in need of urgent aid, a number expected to climb as El Niño flooding compounds the drought in coming months. A flood in 2023 destroyed almost 13,000 tons of crops and damaged entire towns and cities, and experts warn that a similar storm would do more damage this time, as communities already worn down by drought and reduced humanitarian funding have fewer resources and coping mechanisms to rely upon.
Heavy rain in the Ethiopian highlands combined with local Deyr season rains could send river levels rising quickly along Somalia’s two main waterways, contaminating water sources and raising the risk of cholera and acute watery diarrhea. The anticipated impacts are regional as Kenya faces an 80–82% chance of El Niño persisting through 2026, with dry conditions this summer giving way to a high risk of flooding and landslides later in the year, prompting the government to activate its national response framework. Uganda anticipates a similar shift from drier months to a flood-prone final quarter, raising fears of displacement and disease after more than 413,000 people were affected in the last El Niño cycle.
“We’re watching several emergencies converge at once, and the places least equipped to absorb another shock are the ones in the crosshairs,” said Bob Kitchen, IRC Vice President for Emergencies. “Acting now, before the rain falls, is far cheaper and far more humane than responding after people have lost everything.”
The same El Niño pattern is expected to hit Asia on a different front, pushing seasonal rainfall below normal and temperatures higher across Pakistan even as northern mountain areas face sudden glacier-melt floods. Meanwhile, Bangladesh’s monsoon season has already turned deadly this year, and landslides and flooding have killed at least 15 Rohingya refugees living in the Cox’s Bazar camps and displaced more than 10,000 people since the start of July. In Afghanistan, El Nino conditions are expected to result in above average rainfall, putting large swathes of the country at risk of flooding. In response to increased climate risk, the IRC’s anticipatory action model already delivers cash to at-risk families ahead of disaster, helping them buy food, pay for water and protect livestock rather than face impossible choices like pulling children from school or arranging early marriages for their daughters.
In the face of a strengthening El Nino, the IRC is calling on donors and governments to fund more anticipatory action activities across East Africa and Asia now, rather than waiting for disaster to strike. Early funding would allow the IRC and partners to reach families in impacted areas with cash, clean water and early warnings before the worst hits, thereby saving lives, preserving resources, and reducing suffering.
– on behalf of International Rescue Committee (IRC) .
1,926 and 702 deaths confirmed by Ministry of Health as of 11 July
5 provinces are now affected by the outbreak: Ituri, North Kivu, South Kivu, Tshopo and Haut Uele
Operational constraints continue to limit response implementation, increasing the risk that undetected chains of transmission will continue to spread
Contact tracing has increased to 78.3%, but remains below the 90-95% target recommended by WHO to contain an outbreak
The International Rescue Committee (IRC) warns that the Ebola outbreak in the Democratic Republic of the Congo (DRC) is worsening on two fronts: transmission is accelerating in locations already affected, while the virus is spreading into new areas, significantly increasing the risk of cross-border spread into South Sudan.
Case numbers have continued to rise steadily, suggesting the outbreak has not yet reached its peak. There are now five provinces in the DRC affected by the Ebola outbreak, including Tshopo province where the town of Kisangani is situated – over 500km west of the current epicentre, Bunia. The Ministry of Health added ten provinces that are now considered at high risk, including Kinshasa, and are targeted with additional protocols and preparedness activities.
“The risk to South Sudan is particularly alarming. If Ebola crosses the border, it could spread silently before being detected, making the response far more complex and putting countless lives at risk,” said Bob Kitchen, Vice President of Emergencies for the IRC. “Weak surveillance systems, limited health infrastructure, ongoing conflict and a sparse humanitarian presence could delay detection and response.”
The confirmation of two cases in Wamba, Haut-Uélé Province, near the South Sudan border has significantly heightened the risk of cross-border transmission. The WHO estimates a 70% likelihood that Ebola will spread into the country. The emergence of cases in Kisangani, is also deeply concerning, as the city sits on the Congo River, a major transport corridor linking eastern DRC with Kinshasa, raising the risk of wider geographic spread.
The IRC is supporting preparedness and response efforts in high-risk areas, strengthening infection prevention and control, surveillance, community engagement, and support for frontline health workers to help contain the outbreak and prevent further spread.
Operational constraints, including border and airport closures and security challenges within the DRC, continue to limit response implementation. With response efforts not yet fully operational across all affected areas, undetected chains of transmission may continue to spread.
Distributed by APO Group on behalf of International Rescue Committee (IRC) .
As researchers with an interest in urban economies, we set out to understand the biggest challenges facing businesses wanting to grow in South Africa’s Western Cape province. The study involved surveying 426 businesses to draw on the views of employers directly.
Our findings show that their biggest constraints were shortages in digital, soft, and environmental sustainability skills. The gaps were the result of weaknesses in education and vocational training.
Skills shortages affect not only job seekers but also business productivity, growth and competitiveness.
Yet most firms in our study reported spending only 1%-4% of their wage bill on staff training.
We argue that educational and training institutions play a key role in developing skills, but businesses also have a responsibility to train and develop their employees.
Business challenged by lack of skills
This study gathered the views of 426 business owners and senior managers based on how various factors affected their operations. Those factors included institutions, infrastructure, labour markets, skills, product markets and the natural environment.
Skills shortages emerged as the leading challenge facing businesses in the Western Cape.
More than 70% of respondents said they struggled to find workers with the right skills.
Many believed schools and vocational colleges were not adequately preparing young people for the workplace. For example, 43% said that secondary school and vocational graduates possessed only basic workplace skills. Overall, businesses rated the skills gained through primary, secondary and vocational education as poor. About 58% said secondary education met some of the needs of a competitive economy, while 53% felt vocational education was only somewhat relevant to business needs, or not at all.
Just over half (52%) said university graduates had the skills their businesses required. Nearly half of employers remained unconvinced, however.
Most businesses also reported that their employees lacked strong mathematical and data skills. About 55% said workers demonstrated little or no proficiency in these areas, despite their importance to innovation, evidence-based planning and economic competitiveness.
The study also shows that weaknesses in the technical and vocational education and training (TVET) system contribute to the skills gap. TVET institutions are intended to equip learners with practical, job-ready skills. But nearly 50% of employers said graduates still required practical training before they became productive.
In addition, 59% of employers believed that vocational education only partly met the economy’s needs, while 62% rated the quality and relevance of vocational training as poor for their business needs. Employers believed that stronger partnerships between training institutions and industry, together with more apprenticeships, workplace experience and updated curricula, could improve graduate readiness.
Digital skills are falling behind
Digital skills have become essential in business, but most employers believed workers were not keeping pace with these changes. At least 55% of the surveyed businesses believed their workforce had only basic digital skills and computer literacy. Just over half (52%) said it was difficult to find employees prepared for digital transformation. And 70% rated their workforce’s technology skills as poor or very poor. Employers believed these shortages limited innovation and productivity and weakened competitiveness.
Beyond technical skills, employers also reported a gap in “soft skills”, also known as interpersonal or people skills.
Creativity, problem-solving abilities, good work ethic and self-confidence were lacking. Over 60% of the employers rated their workforce’s skills in these areas as only “minimally” or “mildly” adequate.
This result highlights that the current education system does not do enough to develop skills that are important for critical thinking, decision-making, innovation, practical application of knowledge, and solving problems in the real world.
As South Africa strives to build a greener economy, businesses need workers with environmental and sustainability skills. Many employers said these skills were scarce.
About 50% rated workers’ environmental awareness and knowledge of green practices as “minimally” adequate. Only 48% reported that they could find workers with these skills to a “mild” extent.
This suggests that more training in green skills may be needed. As environmental regulations tighten and demand for sustainable business practices grows, these shortages could limit businesses’ ability to compete in emerging green markets.
Half the employers rated access to education and training services within their organisations as very limited or expensive. This indicates that both businesses and employees face barriers to getting quality training.
It highlights the need for greater investment in workplace skills development and improvements to the education system.
Closing the skills gaps would make businesses more productive and competitive, and more people would be able to find and keep jobs. Achieving this will require stronger partnerships among government, education and training providers, and businesses, as well as greater investment in workplace training.
– Skills shortages are holding back businesses in South Africa – survey finds the weak spots – https://theconversation.com/skills-shortages-are-holding-back-businesses-in-south-africa-survey-finds-the-weak-spots-286978
Africa’s young population is often described as a demographic dividend: a potential economic advantage if young people can gain the skills and jobs needed to contribute productively. But for many young people, that promise is slipping away. They leave school or training and enter labour markets where formal jobs are scarce and public programmes too often miss the people who need them most.
Too many programmes are underfunded, weakly targeted and disconnected from employers.
Drawing on more than three decades of applied economics and policy research, with particular expertise in labour markets, public finance, policy evaluation and youth employment programmes in Africa, I recently co-edited a book called Youth Employment Programmes in Africa. The book uses evidence from Ethiopia, Ghana, Kenya, Niger, Nigeria, Rwanda, Senegal, South Africa and Uganda to show that these programmes cannot succeed as stand-alone projects. They also need to be:
linked to real labour demand
backed by adequate public resources
implemented through capable institutions
protected from political capture.
Labour market and youth employment spending averages about 0.35% of GDP across the nine countries, compared with about 0.95% in OECD/developed countries. Private employment incentives average about 0.04% of GDP, compared with about 0.64%. (Computations are based on data for the OECD/developed countries and for the nine African countries.)
The main lesson is clear: youth employment programmes will not create decent jobs unless they are designed around real labour demand, capable institutions and the young people who face the highest barriers to work.
Why youth employment programmes matter
Many African countries are trying to turn large youth populations into productive workers just as public budgets are tight and labour markets are failing to create enough secure jobs. Africa’s median age is about 19 years, far below Asia’s roughly 33 years, North America’s 39 years and Europe’s 43 years. This underscores the scale of the youth employment challenge.
Employment programmes are often treated as a technical fix: train young people, support start-ups and hope that jobs follow. The evidence points to a wider problem. These programmes need:
capable public institutions
employers willing to hire young workers
good design
social inclusion
political support
public accountability.
Poorly targeted programmes can deepen exclusion instead of reducing it.
Key findings
The study rests on an unusually wide evidence base: nine African country studies conducted between 2022 and 2024. It combines policy, legal, programme and academic reviews with interviews involving young women and men, including vulnerable groups, key informants and policymakers. With more than 500 interviews and 1,500 focus group participants, the study shows how youth employment programmes actually perform.
Three findings stand out.
First, youth employment programmes are now common in policy documents, but many are too small, poorly funded and weakly implemented to match the scale of the challenge.
Second, most programmes focus on improving young people’s skills or supporting entrepreneurship, while doing much less to encourage employers to create jobs.
Third, targeting is weak. Poorer, rural, less educated and digitally excluded young people are least able to access support. These problems are made worse by fragmented coordination, weak data systems, limited monitoring and perceptions that political connections influence programme access.
Variations
The nine countries face different labour-market problems. Based on World Bank/International Labour Organization estimates, South Africa has the highest youth unemployment rate of the nine – about 59.4%, and around 60.9% in recent estimates. This points to a severe shortage of formal entry-level work. The African Union defines youth as people aged 15-35, but this does not always match the age ranges used by national governments to determine eligibility for youth employment programmes. For example, South Africa officially defines youth as people aged 15-34.
In most of the other countries, the bigger problem is informality: young people are working, but often in low-productivity, insecure and poorly protected activities. (In Table 1, youth informal employment ranges from 77.3% in Niger to 98.6% in Senegal, with most countries above 90%.)
High rates of young people not in employment, education or training (NEET) in Nigeria, Senegal and South Africa show another layer of exclusion. Rates are 36.3% in Nigeria, 34.2% in Senegal and 32.9% in South Africa (Table 1, adapted from Youth Employment Programmes in Africa.)
These indicators measure different parts of the youth labour-market problem. The informal employment rate refers only to young people who are already working: in Senegal, 98.6% of employed youth are in informal jobs, meaning that work is overwhelmingly insecure, low-paid or weakly protected. The NEET rate measures a different group: 34.2% of young people are not working, studying or in training at all. Taken together, the figures show a dual challenge: many young people are excluded from work and education altogether, while most of those who do work are concentrated in informal employment. Youth employment policy therefore has to address both access to jobs and the quality of the jobs available.
This means youth employment programmes cannot simply be copied from one country to another. They have to fit local labour-market realities.
A similar mismatch appears when labour-market pressures are compared with programme spending and targeting. Countries facing the deepest youth employment pressures do not always have the strongest programme coverage or the most effective support for job creation. This helps explain why policy commitment has not always translated into measurable labour-market change.
Private employment incentives are especially limited. These could include targeted wage subsidies, first-job tax credits, apprenticeship grants and support for firms that retain young workers after training.
Coverage is modest, and the poorest young people are reached least. The groups most in need of support are least likely to benefit.
What governments should do
The evidence points to a practical but politically difficult reform agenda. Governments need to invest more seriously in youth employment programmes. But funding alone will not be enough. Programmes also need stronger implementation, better coordination across ministries and agencies, transparent data, credible monitoring and evaluation, and eligibility rules that deliberately reach vulnerable young people.
Policy should move beyond an almost exclusive focus on training and entrepreneurship and create stronger incentives for employers to hire and support young workers. Young people should also have a direct voice in how programmes are designed and monitored. That would help turn youth employment programmes from fragmented projects with limited reach into tools of opportunity, trust and accountability.
Good intentions will not be enough. Youth employment programmes need to be built around real jobs, capable institutions and the young people they are meant to serve.
– Training young people for jobs: insights from 9 African countries on what’s missing – https://theconversation.com/training-young-people-for-jobs-insights-from-9-african-countries-on-whats-missing-287075
Source: The Conversation – Africa – By Sam Jones, Senior Research Fellow, World Institute for Development Economics Research (UNU-WIDER), United Nations University
Each year, millions of young Africans enter the labour market in search of stable and fulfilling employment. In Mozambique alone, more than half a million young people join the workforce annually.
Many will find work in agriculture, but opportunities for formal employment remain limited. Even in urban areas, many jobs are informal, offering little security and falling short of the aspirations of an increasingly educated young population.
Since 2017, the United Nations University World Institute for Development Economics Research (UNU-WIDER) has conducted surveys to trace the path of students from the classroom into the labour market.
We are researchers at Inclusive Growth in Mozambique, a research and capacity development initiative launched in 2015. Our recent statistical report provides a rare look at what actually happens when young people leave university and technical-vocational (TVET) colleges and enter the workforce. The study followed graduates from 2019 to 2024.
The evidence shows that most do find work, eventually, but often not the kind policymakers assume.
Close to half of graduates find a job in the first year after graduating. For the rest, it takes significantly longer. Only by the third or fourth year do the vast majority find work. And results vary widely, depending on the educational level (university or TVET), the type of course, and gender. The differences are seen not only in employability but also in early-career wages and the quality of work. There is a high rate of employee dissatisfaction with their jobs.
The graduates’ experience reveals the limits of the current labour market strategy of widening access to education. It’s doing so within an economy that isn’t growing fast enough, especially in creating formal employment. The results also underline the importance of strong evidence about the labour market and education.
The hidden story behind employment statistics
The young people in the study eventually found some form of work. Economic activity rates reached around 90% for university graduates after five years, and just under 80% for TVET graduates after four. Unemployment rates among them are lower than for other young people of the same age. University graduates showed a 7% unemployment rate in 2024 compared to nearer 19% among equal-aged young people (as per the 2022 national household survey).
At first glance, this looks like success. The reality is messier. The transition into employment is slow and uneven. Among university graduates, employment rises from about 69% soon after graduation to nearly 90% five years later – a gradual climb, not a quick absorption. For TVET graduates it’s slower still: starting near 42% and reaching only 79% after four years, with some slippage after that.
These averages also hide wide variation. Some graduates find work quickly; others cycle through job search, casual work and inactivity for years. The result is a “staggered” transition into stable employment. Some don’t make it.
Not all work is the same
Behind these slow transitions lies another problem: “employment”, as a statistic, blurs the line between simply being in work and having a decent, stable job.
Years after graduation, stable employment is still far from universal. About 72% of employed university graduates hold fixed positions with an employer (Figure 1). Among TVET graduates it’s only 39% (Figure 2), with far more reliance on self-employment and casual work (not always by choice).
Wage jobs are not always good jobs. Among TVET graduates, 42% lack a written contract and 41% aren’t registered for social security. Unsurprisingly, satisfaction is low: about two-thirds of university graduates and more than four-fifths of TVET graduates say they’re dissatisfied with their current work.
Figure 1: Occupation profile of university graduates, 2024.Source: Guiliche et al. (2026)
Figure 2: Occupation profile of TVET graduates, 2024.Source: Guiliche et al. (2026)
Training isn’t the whole answer
Much of Mozambique’s policy response to youth unemployment, as elsewhere, has focused on expanding education and training, especially TVET. It’s assumed that better skills mean better jobs.
The evidence partly bears this out: graduates in specialised fields such as health (up to 95% employment) and engineering (over 90%) do consistently better. But a skills-only approach has limits. Around 31% of university graduates and 43% of TVET graduates work in jobs unrelated to their field of study (Figures 3 and 4). Among TVET graduates, 32% say their job doesn’t even use the skills they trained for.
This points to a demand problem, not just a skills gap. In Mozambique, as across much of sub-Saharan Africa, economic growth has often come from capital-intensive sectors, like extractives, that create relatively few jobs. Growth and employment are becoming disconnected, and so are skills and opportunity.
This challenge becomes even more stark when we realise how few young people graduate from universities and technical and vocational training schools in Mozambique. Close to 18,000 youngsters graduated from universities in 2017, with an average age of 26 years. Close to 16,000 graduated from TVET schools in 2019, with an average age of 22 years. This contrasts with 600,000 Mozambicans aged 18 years old, according to official estimates.
Each group of graduates represents around 2.5% of its age cohort. The fact that they face such difficulties in entering the labour market should come as a serious warning about the limits of post-school education as a way to get young people employed.
Figure 3: Skills mismatch by study area, university graduates.Source: Guiliche et al. (2026)
Figure 4: Skills mismatch by study area, TVET graduates.Source: Guiliche et al. (2026)
Rethinking the policy agenda
What does this mean for policymakers?
First, expanding training alone will not solve youth employment challenges. Skills development must go hand in hand with job creation, particularly in higher-productivity sectors.
Second, greater attention is needed on the transition from education to work. Many young graduates spend years on this. Internships, apprenticeships and effective career services can connect education systems more closely with employers.
Third, employment policy must focus not only on the number of jobs created, but also on their quality. However, policies that attempt to force formalisation too quickly or impose rigid labour regulations may have unintended effects, pushing more workers and firms into informality.
Finally, education policy should be evaluated against its intended purpose. TVET and university systems are designed to make an impact in the formal sector.
The fact that many graduates end up in informal work reflects the limited capacity of the formal economy to absorb skilled workers. Graduate informality mostly represents an under-use of human capital.
Effective higher education and TVET systems, by supplying the skills needed for innovation and productivity growth, help create the foundations of the formal economy.
Why better data matters
The value of our Mozambique tracer studies is in the method. By following the same people over time, it reveals how labour-market transitions actually unfold – something one-off surveys cannot capture. Yet this kind of longitudinal data remains scarce across low income Africa.
As the continent grapples with a fast-growing youth population, that evidence gap matters. Without it, policy risks being built on assumptions about how labour markets work, rather than evidence of how they actually do.
– Africa’s youth are finding jobs – but not the ones they imagined – https://theconversation.com/africas-youth-are-finding-jobs-but-not-the-ones-they-imagined-287078
The “Cezeri Laboratory Techniques and Applications Training” organized within the framework of the Cezeri Laboratory established by the Turkish Cooperation and Coordination Agency (TİKA) in the governorate of Tataouine, Tunisia, has been successfully completed.
The training program brought together academics and students from the Tunisian City of Sciences, the Higher Institute of Technological Studies of Tataouine, and the Higher Institute of Arts and Crafts. Throughout the program, participants received both theoretical and practical training in digital manufacturing technologies, design thinking, innovation, and hands-on production processes.
The training aimed to strengthen participants’ skills in innovative thinking, problem-solving, design development, and practical production. Thanks to the technical infrastructure provided by the Cezeri Laboratory, participants had the opportunity to transform their ideas into tangible projects using modern manufacturing technologies.
At the end of the program, certificates were awarded to 26 academics and students who successfully completed the training. Through the knowledge and skills gained during the course, participants enhanced their competencies in the fields of technology, manufacturing, and innovation.
The Cezeri Laboratory established in Tataouine contributes to helping young people and academics adapt to digital transformation processes while also promoting a culture of innovation and production in the region. Through its training, research, and practical activities, the laboratory serves to strengthen the technology-oriented capacities of local human resources. The Cezeri Laboratory and the training activities conducted within its framework support local development and the enhancement of human capital by equipping young people with the technical skills required in today’s world.
Located in the southernmost part of Tunisia and considered one of the country’s relatively less developed regions, Tataouine faces various challenges, including youth unemployment and limited access to qualified technical education opportunities. In this regard, the project aligns with the Tunisian government’s priorities of promoting regional development and equal opportunities, while contributing to the expansion of technology- and innovation-focused educational opportunities to the country’s inland and disadvantaged regions.
In line with Tunisia’s development priorities, TİKA continues to support projects aimed at strengthening technology-, innovation-, and production-oriented skills and competencies, while helping young people prepare for the professions of the future.
Distributed by APO Group on behalf of Turkish Cooperation and Coordination Agency (TIKA).
‘Cat’ Matlala withdrawal will not impact case – NPA
NPA Head, Advocate Andy Mothibi, has assured that the Investigating Directorate Against Corruption (IDAC) remains confident in its case against alleged underworld boss Vusimuzi “Cat” Matlala and his 16 co-accused in respect of the allegedly fraudulent Medicare24 contract case.
This after Matlala withdrew from a plea and sentence agreement he had entered into with the State after the Magistrate rejected the proposed sentence before the Specialised Commercial Crimes Court in Pretoria.
“We assure the members of the public that a plea and sentence agreement is a legally recognised and legally viable strategic mechanism of preventing a protracted trial by concluding same with a cooperating accused person against whom the State has a formidable case and to get evidence that was not readily available. It is certainly not an indication of the State’s lack of confidence in its case.
“The IDAC is now focusing on ensuring that the pending trial proceeds without hinderance,” Mothibi assured.
NPA spokesperson Kaizer Kganyago noted that the “genesis of the proposed plea and sentence agreement is that Matlala voluntarily approached… IDAC to propose a plea deal, which ultimately led to discussions between him, through his attorneys, and the State”.
“This turn of events meant that the matter had to be postponed to 11 September 2026, wherein Mr Matlala will rejoin his co-accused as the plea and sentence agreement being declared null and void.
“The NPA holds the firm view that his withdrawal will not negatively impact the IDAC’s case against the 17 accused, as we believe there is sufficient evidence to sustain the charges preferred against all the accused in this matter,” Kganyago stated. – SAnews.gov.za
South Africa–Namibia Business Forum seeks to strengthen trade
The Department of Trade, Industry and Competition (the dtic) will host the South Africa–Namibia Business Forum at the Gallagher Convention Centre in Midrand, Johannesburg, on Friday.
The forum forms part of the programme of the Bi-National Commission between South Africa and Namibia.
It will bring together government and business representatives from both countries to engage on initiatives aimed at strengthening bilateral trade and investment.
According to the dtic’s Acting Deputy Director-General for Exports, Willem Van der Spuy, the key objectives of the forum are to identify barriers currently hindering cross-border trade and align strategies to improve transport and logistics, enabling the seamless movement of processed goods across the border.
“The bilateral relations between South Africa and Namibia should evolve to focus more on the implementation of the Southern African Customs Union (SACU) Industrialisation Strategy and the African Continental Free Trade Agreement (AfCFTA) in a way that promotes the development of regional value-chains and growth of the respective economies and creates employment by tapping into manufacturing and export potential in among others, agriculture and agro-processing, clothing, textile and footwear industries,” Van der Spuy said.
He said the forum will also explore how South Africa and Namibia can leverage their complementary strengths to build resilient regional ecosystems, promote value addition and accelerate industrialisation in key sectors, including manufacturing.
The forum will be held under the theme: “Driving Regional Industrialisation, Investment and Sustainable Growth Through Strategic South Africa–Namibia Partnerships.” – SAnews.gov.za
The Special Investigating Unit (SIU) will investigate allegations of maladministration and unlawful conduct in the affairs of the Free State Department of Education.
This after President Cyril Ramaphosa signed Proclamation 325 of 2026, authorising the SIU to probe the department.
“The investigation will review the procurement and contracting processes for construction services performed by or on behalf of the department from 1 March 2014 until the date of the proclamation.
“It will also investigate any unauthorised, irregular, fruitless and wasteful expenditure incurred by the department or the State in relation to and any related matters, projects at Caleb Motshabi [formerly Thuto Ke Thebe] Primary School, Malebogo Primary School and Tlholo Primary School,” the SIU explained.
The corruption busting unit will also probe whether procurement processes “complied with applicable legislation, National Treasury and Provincial Treasury regulations, as well as the department’s procurement policies and procedures”.
“The investigation will further examine any irregular, unlawful or improper conduct by officials or employees of the department, service providers, or any other individuals or entities involved.
“It will also include any related conduct involving the same persons, entities or contracts identified during the investigation,” the SIU added.
Great Kokstad Local Municipality
The President has also signed a notice to amend Proclamation 244 of 2025 related to the Great Kokstad Local Municipality.
“The original proclamation, published on 31 January 2025, authorised the SIU to investigate the procurement of, or contracting for, goods, works or services by or on behalf of the Great Kokstad Local Municipality, and any payments made in a manner that was not fair, equitable, transparent, competitive or cost-effective.
“It also investigates any irregular, unlawful or improper conduct by officials or employees of the municipality, service providers, suppliers, or any other person or entity during the period under investigation.
“The amendment extends the investigation period to commence on 5 June 2020 instead of 1 January 2022 and continue until the date of publication of the amended proclamation,” the SIU said.
The investigation covers:
Bid GKM 19-22/23 for the appointment of a service provider to supply and renew software licences for a period of three years; and
Bid GKM 16-22/23 for the appointment of a service provider to supply customer care and IT service desk solution for a period of three years.
The amendment further expands the scope of the investigation to include:
Bid GKM 43-19/20 for the supply and delivery of laptops and desktop computers; and
Bid GKM 14-20/21 for the supply and renewal of software licences.
“The SIU is mandated to investigate allegations of serious maladministration, irregular expenditure, unlawful conduct and any related corruption or fraud, and to recover any financial losses suffered by the State.
“In terms of the Act No. 74 of 1996, the SIU is empowered to investigate matters referred to it by the President and to institute civil proceedings in the Special Tribunal or the High Court to correct any wrongdoing uncovered during its investigations.
“The SIU may also recover financial losses suffered by the State arising from acts of corruption, fraud, maladministration or any other unlawful conduct identified during these investigations,” the SIU stated. – SAnews.gov.za
